HomeMy WebLinkAboutMINUTES - 01111994 - IO.7 TO: BOARD OF SUPERVISORS 1.0.-7
.O.-7 Contra
FROM: INTERNAL OPERATIONS COMMITTEE �� Costa
A, •°� County
°
DATE: January 3 ���� .•fir
� 1994 s�q'coun`�'i
SUBJECT: RESPONSE TO CONCERNS RAISED BY THE
BLACK EMPLOYEES ' ASSOCIATION
SPECIFIC REQUEST(S)OR RECOMMENDATION(S)&BACKGROUND AND JUSTIFICATION
RECOMMENDATIONS:
1 . ACKNOWLEDGE that the County Administrator is making
arrangements to obtain additional staff resources for the
Affirmative Action Program from the Personnel Department.
2 . ACKNOWLEDGE that the requested meetings with Department Heads,
Departmental Personnel Officers, Departmental Affirmation
Action Officers and other staff have been held as requested.
3 . ACKNOWLEDGE that the requested meeting involving the EEOAC,
Black Employees ' Association and employee - unions has been
held.
4 . ACKNOWLEDGE the attached report from the Assistant Personnel
Director, outlining the results of meetings with the Black
Employees ' Association and the steps which are being taken to
enhance employment opportunities for African American
employees .
5 . REMOVE this item as a referral to the 1993 Internal Operations
Committee.
BACKGROUND:
On September 21, 1993, the Board of Supervisors approved the
following recommendations from our Committee:
1 . DIRECT the County Administrator and Affirmative Action Officer
to determine what additional resources are required from other
County .staff in order to make the County' s Affirmative Action
CONTINUED ON ATTACHMENT: YES SIGNATURE:
RECOMMENDATION OF COUNTY ADMINISTRATOR RECOMMENDATION OF BOARD MI T
APPROVE OT
SIGNATURES:
ACTION OF BOARD APPROVED AS RECOMMENDED . OTHER
i
VOTE OF SUPERVISORS
I HEREBY CERTIFY THAT THIS IS A TRUE
4—UNANIMOUS(ABSENT ) AND CORRECT COPY OF AN ACTION TAKEN,
AYES: NOES: AND.ENTERED ON THE MINUTES OF THE BOARD
ABSENT: ABSTAIN: OF SUPERVISORS ON THE DATE SHOWN.
ATTESTED Q
Contact: County Administrator P L BATCHEL CLERK OF THE BOARD OF
M. Affirmative Action Officer SUPERVISORS AND COUNTY ADMINISTRATOR
Assistant Personnel Director
John Gregory, President,
Black Employees ' Association B5
3 DEPUTY
I .O.-7
-l-
and MBE/WBE Contract Compliance Programs as effective as they
need to be and provide these additional resources as needed
from existing departmental staff, including Department Heads
and Departmental Affirmative Action Coordinators, all of whom
should be available to assist in insuring the full
implementation of the Board' s Affirmative Action and MBE/WBE
Programs.
2 . DIRECT the County Administrator and Affirmative Action
Officer, with appropriate input from the Training Institute,
to schedule and conduct a special workshop, prior to January
1, 1994, consisting of Department Heads, Departmental
Personnel Officers, Departmental Affirmative Action
Coordinators, and other appropriate staff, as determined by
the County Administrator, to cover at least the following
topics:
* A review of the County' s commitment to Affirmative
Action.
* A review of the criteria which will be used with each
Department Head on his or her evaluation in terms of the
progress the Department has made in the area of
Affirmative Action.
* Presentation of a summary of the training classes which
are available in the areas of Affirmative Action and
Cultural Diversity and the number of employees who have
attended each such class to date.
* Address the issue of the continuing loss of minority
employees through the imposition of existing seniority
rules when layoffs occur and the extent to which
Department Heads can appropriately take steps to protect
minority employees from layoffs within existing Memoranda
of Understanding with employee organizations .
3 . REQUEST the Equal Employment Opportunity Advisory Council
(EEOAC) to agenda, before January 1, 1994, a discussion of the
continuing loss of minority employees through the imposition
of existing seniority rules, invite all interested employee
organizations and the Black Employees ' Association to join the
EEOAC for this dialogue and invite all participating
organizations to provide any comments, conclusions and
recommendations as a result of this discussion to our
Committee on January 3, 1994 .
In addition, on July 20, 1993, the Board of Supervisors approved
the following recommendation from our Committee:
3. REQUEST the Affirmative Action Officer to meet with the
President of the Black Employees ' Association and Assistant
Personnel Director in an effort to devise a strategy which
will result in an improved effort to recruit, retain and
promote African-American employees . As a part of this
assignment, REQUEST the Assistant Personnel Director to meet
with other public agencies in the area to determine whether it
is possible to enter into a Memorandum of Understanding or
other of agreement which will make it possible for the County
to refer to other public jurisdictions County employees who
are going to be subject to layoff for possible placement
interviews .
In response to these recommendations, we have been advised that the
meetings requested have all taken place. Specifically in response
to the July 20, 1993 recommendation, the Assistant Personnel
Director filed the attached report with our Committee on January 3,
1994 . The President of the Black Employees ' Association agrees
that substantial progress has been made and that he is satisfied
with the attached report. The Affirmative Action Officer responded-
to
espondedto the September 21, 1993 recommendations in her semi-annual report
I .O.-7
-3-
(beginning on page 16) which is attached to I .O. -6 on the Board's
January 11, 1994 agenda. Specifically in response to the
recommendation regarding obtaining additional staff support for the
Affirmative Action Program, arrangements are being made with the
Personnel Department to make additional staff support available.
The meetings involving Department Heads, Departmental Personnel
Officers, Departmental Affirmative Action Coordinators, and other
appropriate staff to cover the items identified in the second
September 21, 1993 recommendation have been held and the comments
made have been referred to the County Administrator, Assistant
Personnel Director and Affirmative Action Officer for review and a
report to the 1994 Internal Operations Committee by March 1, 1994
(see our report I .O.-6 dated January 11, 1994) . Additional follow-
up regarding the meeting involving the EEOAC, Black Employees '
Association and employee unions is also covered in I .O. -6 on the
Board' s January 11, 1994 agenda.
We believe that sufficient progress is being made in these areas
that further follow-up by the Internal Operations Committee is
unnecessary except as specifically noted in I .O.-6 on the Board' s
January 11, 1994 agenda regarding the Affirmative Action Officer's
semi-annual report.
tiE L
Contra '�=' '' GF Personnel Department
Costa - '
�;'� JiQ Administration Bldg.
. 651 Pine Street
Couy � ••'- 'iO Martinez, California 94553-1292
J
DATE: December 27, 1993
TO: Internal Operations Committee
FROM: Eileen K. Bitten, Assistant Director of Personnel „n
SUBJECT: Follow-Up To Internal Operations Committee Report On Semi-Annual Report
On Affirmative Action Activities
On July 20, 1993,the Board of Supervisors requested that the Affirmative Action Officer meet
with the President of the Black Employee's Association and the Assistant Personnel Director
to devise a strategy that would result.in an improved effort to recruit, retain and promote
African-American employees. In addition, the Assistant Personnel Director was requested to
meet with other public agencies in the area to determine whether the County could enter into
a Memorandum of Understanding or other agreement which would allow the County to refer
to other public jurisdictions, for possible placement interviews, County employees who are
subject to layoff.
On November 1, 1993, a meeting was held with the President of the Black Employee's
Association. Various alternatives were discussed that would enhance the career opportunities
of African-American employees. Programs to insure that employees are made aware of job
openings and career opportunities available in various occupational areas were discussed as
well as the feasibility of providing career counselling and assessment,training and on-the-job
experience.to enhance the upward mobility of minority employees within the County. The
above alternatives are being studied further and the President of the Black Employee's
Association has indicated that he will explore various mentoring programs for employees that
may be found in government as well as private industry. Other agencies will also be contacted
to determine if they have implemented any programs that they feel have been successful in
recruiting and retaining their minority employees.
Other agencies in the area are being contacted regarding the referral of County employees,who
are subject to layoff, for possible placement interviews. Since other agencies are also facing
potential cutbacks, they are concerned about the placement of their own employees.
Consequently, the Personnel Department is reviewing the feasibility of implementing a "hot
line" which would provide a listing of job opportunities that would be updated weekly by
Personnel Department staff. Other agencies will be asked to mail announcements of their job
openings to the Personnel Department so that they can be placed on the hot line together with
any job openings in the County. The hot line number will then be made available to employees
in the County who are subject to possible layoff'and to employees who are facing layoff'in the
other participating agencies.
In addition to the hot line, the Personnel Department has discussed the feasibility of placing
employment notices, for employees who have been laid off', in the International Personnel
Management Association's(IPMA)Newsletter that is mailed to approximately 550 members
throughout northern California.
EKB:WGR
Contra ''� �` ,�_�� Personnel Department
ori' { i
CostaAdministration Bldg.
651 Pine Street
Martinez, California 94553-1292
County
STa cbii�'�'
DATE: December 27, 1993
TO: Internal Operations Committee
FROM: Eileen K. Bitten, Assistant Director of Personnel
SUBJECT: Follow-Up To Internal Operations Committee Report On Semi-Annual Report
On Affirmative Action Activities
On July 20, 1993,the Board of Supervisors requested that the Affirmative Action Officer meet
with the President of the Black Employee's Association and the Assistant Personnel Director
to devise a strategy that would result in an improved effort to recruit, retain and promote
African-American employees. In addition, the Assistant Personnel Director was requested to
meet with other public agencies in the area to determine whether the County could enter into
a Memorandum of Understanding or other agreement which would allow the County to refer
to other public jurisdictions, for possible placement interviews,County employees who are
subject to layoff.
On November 1, 1993, a meeting was held with the President of the Black Employee's
Association. Various alternatives were discussed that would enhance the career opportunities
of African-American employees. Programs to insure that employees are made aware of job
openings and career opportunities available in various occupational areas were discussed as
well as the feasibility of providing career counselling and assessment,training and on-the-job
experience to enhance the upward mobility of minority employees within the County. The
above alternatives are being studied further and the President of the Black Employee's
Association has indicated that he will explore various mentoring programs for employees that
may be found in government as well as private industry. Other agencies will also be contacted
to determine if they have implemented any programs that they feel have been successful in
recruiting and retaining their minority employees.
Other agencies in the area are being contacted regarding the referral of County empfoyees,who
are subject to layoff, for possible placement interviews. Since other agencies are also facing
potential cutbacks, they are concerned about the placement of their own employees.
Consequently, the Personnel Department is reviewing the feasibility of implementing a "hot
line" which would provide a listing of job opportunities that would be updated weekly by
Personnel Department staff. Other agencies will be asked to mail announcements of their job
openings to the Personnel Department so that they can be placed on the hot line together with
any job openings in the County. The hot line number will then be made available to employees
in the County who are subject to possible layoff and to employees who are facing layoff in the
other participating agencies.
In addition to the hot line, the Personnel Department has discussed the feasibility of placing
employment notices, for employees who have been laid off, in the International Personnel
Management Association's(IFMA)Newsletter that is mailed to approximately 550 members
throughout northern California.
EKB:WGR